I just learned that a white, male colleague (same level) with same number of experiences is getting paid 35k more in base. What should I do? I am a BIPOC woman and work a lot harder than he does. V disappointed

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Ask for a pay review. I tell this to all of my team members who are non-White men. You have the advantage that they will do it and have to make the change, even if it arose due to other things (e.g. Experienced hire vs home grown, higher negotiated base at time of hiring, year of hiring and salary, etc.)

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Raise it wirh your coach and RL immediately.

Everyone should do this. I say this as a white male who was also $20-30k below a wide variety of other people for years despite having better impact ratings. I know another white male in the same boat. (I like to think we are equal opportunity when it comes to getting away without paying for performance).

Also I've seen a lot of our top talent screw themselves over because they were too busy killing it because they loved the work to stop and think about if they were being treated fairly (my best coachee had this issue whichwe pressed).

So when you realize what is happening raise it asap. If I was your RL I'd want to know before I lost you.

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External hire coming in vs you going up the ranks will make more. It’s pretty common amongst consulting firms. I know people who started at accenture and 2 years in make less than 100 base. People who did 1.5 years Big D and jumped to accenture made 125k. Let’s not jump to conclusion on race or subjective metrics such as you working harder. Yes you may have more utilization but are you staffed on the same projects? But there’s a lot of factors. Happens a lot in not just consulting

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The difference can be someone negotiating hard and someone not as well. I wouldn't be surprised that it's because of racism/sexism, but there could very well be another reason (market competiteness) for it all.

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My data point: i’m one of the highest paid but negotiated hard, as I had nothing to lose and was willing to walk away.

Am also a minority, but don’t think that was a factor.

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Quit. HR should’ve flagged this to leadership. It’s indicative of bad culture if they allowed this to happen in the first place

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OP, I hear you. I am a hiring manager in Tech and I find certain segments of populations just come in with a higher ask at the time of recruitment which they stick with during the course of negotiations.

On the other hand , there's a lot of immigrants in Tech ( POC) usually and they just quote low numbers when asked their compensation expectations or are told off by the recruiter (that's too high).

Were you coached by the recruiter to be comfortable with a compensation range ? It could also be the frame of reference for BIPOC folks is just different ( could be multiple reasons). As a result, they go in with a lower ask. Years back, I was at a Canadian Telco and I thought I was paid well until I heard what colleagues of my age and experience were making. I am an immigrant too.

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Anytime I hear comparisons, I tune out. Let's talk about your profile, what you do, and how does it compete with this fellow?

Are there others like you as well or are you the anomaly because of your sex and race?

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I say this as a minority

Does PWC not have a standardized pay scale? Are they making more based on bonus or is this a base pay comparison? How many years have you been at this level vs. this person?

I second T1. It’s too little of data to really conclude anything. Does variation in pay exists at the same level in companies? 100 percent yes- be it base, bonus, stocks or even the vacation time.

Perhaps, if you could find out pay scales of other employees at your level, both racially and demographically diverse, it will help conclude.

I agree 35k is a big difference for two people at the same level with comparable experiences. But you say you work harder, what does that mean? You put in longer hours? Working harder is different than performing better…

Agreed. I should have said impact. I have higher utilization and sales

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Yikes, but be more vocal and expressive towards your salary and goals

Just market your sales abilities and jump. The market will always correct your value when there is a need.

What line of service?

OP, as others have mentioned, there are a lot of variables at play: did you negotiate hard enough, impact (which you’ve said is better), qualifications (may or may not matter), experience (may or may not matter), and how long you’ve been at the firm (new hires get more).

Once you have a good understanding of those factors, you can prepare to ask for the raise. I’d suggest you work quickly given the timing of PwC’s year end process. You also really need to start applying elsewhere and be prepared to leave.

OP, sadly the bands are so wide that people at the same level with same years of exp. and in the same area of specialization can have huge differences in pay. It could be a multitude of factors like many other ppl above mentioned but at the same time, try not to compare yourself to others and just focus on what you can control, and that includes your actions. At the end of your day, if you don't ask, you'll never get.

Keep in mind though that any possible bump you get depends on where you are in the band. If you are below the median, you could get a bigger adjustment. If what you are asking for puts you at the top or past the top, then that can be challenging for your RL and partners in your practice to meet.

If you get what you want or get close to it, great! If not, you deserve to check your worth outside for comparison.

Also, you can’t possibly monitor everything your colleague does. He could know some obscure stuff or be involved with sales wins or other projects that you’re unaware of. It’s a bit presumptive to just say flat out say that you’re better than him and boil it down to racism if you haven’t seen all of his contributions. Racism and sexism does exist but you shouldn’t let it discourage you or prevent you from excelling. Don’t worry about others and focus on your skills and marketing those skills. Also worry less about the money. If your skills are rare, in high demand, create value and bring in money, the market eventually has to reward you.

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